By decreasing work time lost from job-related injuries and illnesses, Return-to-Work (RTW) programs can reduce your insurance costs (Workers Compensation, Disability, and Medical insurance), strengthen workplace morale, boost productivity — and help protect you against ADAAA litigation.
For guidance on how RTW fits into safety and wellness, see Return-to-Work Programs and Workplace Safety.
To learn more about benefits and cost-control strategies related to workplace injuries, see Workers' Compensation Insurance and Workplace Wellness.
Common mistakes
- Failure to manage the higher number of employees covered by the ADAAA. An expanded definition of disability has increased the number of employees under the ADA to the point that some attorneys advise against fighting disability claims.
- Insisting on employee release to "full duty" before returning to work. This raises Workers Comp costs and the possibility of the employee not returning to work when medically possible.
- Ignoring co-morbidities. Health issues that complicate or delay an employee's recovery (such as diabetes, obesity, and hypertension) can increase Comp claims.
- Failure to commit the necessary budget or resources. The costs of absences and
non-compliance with government rules is usually far higher than that of implementing an RTW.
- Reluctance to set transitional assignments because employees "might get
reinjured." It's even riskier to have them stay at home and develop a "disability attitude" that extends the absence and boosts costs.
- Failure to distinguish "light duty" from "transitional work." The ADAAA permits employers to reserve less physically demanding or "light-duty" jobs for those with work-related disabilities - and these jobs should be distinct from transitional tasks.
- Relying on physicians to guide the RTW process. Although physicians are medical
experts, they're not familiar with workplace policies, job demands, and the availability of transitional work.
- Failure to understand overlapping and conflicting laws. The clashing
requirements of insurance companies and state and local governments can be a nightmare.
- Inability to focus on the goal. An Integrated Benefits Institute study ranked a focus
on the employee's job as the major success factor in successful RTW programs.
- Believing that Workers Comp settlements resolve other liabilities. One size does
not fit all.
If you need help implementing a program or reviewing options, talk to an agent.
Frequently Asked Questions
What is a return-to-work (RTW) program?
An RTW program helps injured or ill employees resume work as soon as medically safe by using transitional or modified duties to speed recovery and limit time away from work.
How does the ADAAA affect RTW programs?
The ADAAA broadened the definition of disability, increasing the number of employees covered and making careful accommodation and documentation more important for employers.
Can transitional assignments reduce workers' compensation costs?
Yes, properly managed transitional work can shorten absences, reduce claim duration, and help lower overall workers' compensation and related insurance costs.